Inspiring Change in Education Recruitment Inhouse Recruitment 4 th October 2017
Introduction Who are Chapter? Dedicated education division within Jobsgopublic Who am I? Adele D Silva Head of Education Partnerships Why are we here? Desire to support the sector to move away from expensive, ineffective methods
Agenda Current landscape What can you do? Find your audience Tell your story Create a happy ending Moving forward
What you wanted to know How to inspire and reach high volumes of teachers/reach headteachers How can we cut out agencies How to make our adverts more effective/how can we attract teachers to our school ahead of others? Development of an effective talent pooling strategy Strategies for improving Employer Brand in a competitive environment How to better manage staff retention How can we support headteachers in utilising advances in technology for recruitment?
Current Landscape
Current Landscape Vacancies on the increase Desire for portfolio careers Costs increasing vs budget cuts Changing Labour market Increase in part-time
What do teachers actually want? 80% prefer to apply online Only 1% reported a positive recruitment experience 98% look at the school s website before 85% share their recruitment experience G 91% start job search on Google
So what can you do?
Are you looking in the right places? FIND YOUR AUDIENCE
Where are all the candidates? 91% Search Engines 39% Job Boards 30% Social Media 10% School Website 3% Press
What about senior leaders? 90% of senior candidates will only read a job advert if placed in front of them
Where else are candidates looking? 63% 96% Research a school on social media before they apply for a job Check the school s website before applying for a job
Are you using media response to track candidate behaviour? Jobseekers click to apply for your roles System automatically records where they saw the job online Target your future advertising spend at these sources Reports show you where applicants saw your jobs & their quality
Build your own audience Maximise ROI to save next time Job alerts Silver medalists Social media followers Talent pooling?
We don t have a choice on whether we DO social media, the question is how WELL we do it Erik Qualman
Benefits of Social Media Save Time Reach candidates faster Reach passive candidates Engage with your ideal target audience Employer brand It works 73% have hired through social media
The Big Three 20-29 YEARS OLD New average age, up from 18-24 35-44 YEARS OLD Average user age group 35-44 YEARS OLD Average user age group
LinkedIn 1. Advertising jobs 2. Searching & directly contacting candidates 3. Run up to date company page post updates
LinkedIn Top tips Stay in touch with former, valued, trusted teachers for potential future employment Keep your company profile up to date Ask current teachers to activate their networks to reach out to potential passive candidates Fully understand a role before you contact anyone
Facebook 1. Regularly posting onto a dedicated Facebook page for e.g. jobs, updates, news, testimonials, day in the life, events etc.. 2. Advertising
Facebook Top Tips Test timing Be human Use the scheduling tools Ask Questions Use insight tools Be visual
Twitter 1. Advertising 2. School Twitter account 3. Follow relevant hashtags & listen!
Twitter Top Tips Be visual Use hashtags - Keep it to two ## Use links in your tweet 3 4 tweets per day Retweet job postings at different times of the day, to ensure you reach all followers. Show your personality
Are you giving the right messages? TELL YOUR STORY
What can you do? Think before you place an advert When will the candidate be online? What type of person are you looking for? What benefits would be most important to them? Are you targeting both active & passive candidates?
of candidates won t apply if the advert is badly written
10 Seconds time users spend looking at an advert before deciding whether to read on
Top Tips An advert should be about 250 500 words Double check it s not just a list of requirements Is the vocabulary appealing? Is there a clear call to action? Does your advert give someone a reason why they should apply? Does it talk about your school culture and why your schools unique?
Have you got the process right? CREATE HAPPY ENDINGS
When did you last test your process? Does your process put people off? 40% Hadn t applied for a job due to a faulty application method 58% Said an organisation s choice of application method impacted their opinion of them 81% Would prefer to apply using an online application form 22% Wouldn t apply unless they can use an online application form
Apply for one of your jobs How long does it take to complete? How many clicks does it take to apply? Can you register interest for later? Is it clear how long the application will take? Can you save and log back in? Is it tailored? Do the question make sense? Can you apply on your phone or tablet? Are the next stages of the recruitment process clear? Do you stay in touch throughout?
WHAT SHOULD I DO NOW?
4 things to do tomorrow Google your organisation Ask current teachers to review the job adverts would they apply? Try and apply for one of your jobs Look at your school website
A way forward Start now, plan ahead, don t wait Know how to find your candidates now and build your audience for the future Establish your EVP and let people know what you are about Treat candidates well
What you wanted to know did we cover it all? How to inspire and reach high volumes of teachers/reach headteachers How can we cut out agencies How to make our adverts more effective/how can we attract teachers to our school ahead of others? Development of an effective talent pooling strategy Strategies for improving Employer Brand in a competitive environment How to better manage staff retention How can we support headteachers in utilising advances in technology for recruitment?
Stay in touch 0207 427 8273 adele@chaptereducation.com @ChapterEdu http://www.linkedin.com/company/c hapter-education